Navigating States of Precarity

A Toolkit for Early Career Academics

Section 2: Ways to Prepare for Starting a New Job

Before we begin...

Congratulations - you have been offered a job! Whether fixed term or permanent, this is a great achievement. Now on to the next step: navigating the period between the job offer and the start of your contract. This can involve considerable legwork and navigating a sea of emotions, so is worth giving the following topics and issues some consideration.

Contents

2.1 Tips for negotiating your contract

What is 'normal' to expect from your employer?

Approaching contract negotiations

2.2 Tips for approaching moving

2.3 Tips for approaching leaving

2.1 Tips for negotiating your contract

You have been offered the job because the employer wants what you have to offer, and you are worthy of the position. As our survey has shown, competitive job markets, precarious employment conditions and academic critique can often erode our confidence and feelings of self-belief and may discourage us from effectively negotiating the terms of our contracts. This section unpacks some of the mysteries of the negotiation process.

What is 'normal' to expect from your employer?

Pay and Pensions

Job advertisements should state the pay levels that that contract can cover. It is very unlikely that you will be able to negotiate more pay than the upper limit of what is advertised, so if a contract is described as level 6-7, then level 7 pay is likely the maximum that can be requested during negotiations. However, within pay levels, salaries are broken down into incremental bands. Most institutions will automatically raise employees’ payment bands each year, until they reach the upper band for their pay level (not applicable if your contract is shorter than 13 months). After this, a promotion is usually required to progress (e.g. to move from level 6 into level 7). It is usually possible to negotiate your starting point within these incremental bands. Employers are also legally required to enrol employees who earn more than £10,000 per annum into a pension scheme and contribute at least 3% of qualifying earnings into that scheme.

Working Hours

Working hours can differ across contracts, and there may be flexibility in the role offered to work alternative hours (for example, reduced hours or fractional working arrangements). This can be beneficial for some people but try to avoid committing to more work than can reasonably fit within your contracted hours. Fractional contracts and reduced hours often involve changes to overall salary, meaning that you will take home less pay at the end of the month. It is also worthwhile confirming that fractional working arrangements and/or flexible working will be formally recognised in the timetabling of teaching and administrative roles.

Probation Period

It is sometimes possible to negotiate the length of probationary periods if you can convincingly demonstrate your capacity to fulfil contractual responsibilities (e.g. through a strong publishing record or the completion of previous probationary periods). Whilst subject to changing UK law, most probationary periods last 1-2 years.

Annual Leave

Most universities offer 25-30 days of annual leave per year, plus 8 bank holidays and 4-6 days where the university is closed (totalling 39-44 days per year). Some universities also offer the rollover of a limited number of days of annual leave each year. It is unlikely that you will be able to negotiate changes to annual leave arrangements within contract negotiations.

Sick Leave

Most UK universities offer paid sick leave, with extended periods of leave (typically 3-6 months) often being available depending upon the length of time you have been employed at the institution and the condition you are experiencing. It is worth noting that the sector is subject to changes in UK law, and these requirements could be revised. It is unlikely that you will be able to negotiate changes to such arrangements.

Parental Leave

Parental leave can vary considerably between institutions but usually consists of up to 52 weeks maternity/adoption leave (18-26 at full pay, the remainder statutory), and 2-4 weeks paternity leave. Most universities also offer the option of shared parental leave. It is unlikely that you will be able to negotiate changes to these arrangements, but poor offers may be used as a negotiating factor.

Relocation Allowance

This is a nominal capped sum that institutions will often provide for covering the costs of moving institutions. It usually covers removal fees, a contribution to stamp duty (if purchasing property) and potentially the costs of early termination of rental agreements. It is typically claimed back from the employer, after costs have been incurred. If not explicitly offered, this can be negotiated.

Startup Costs

Some universities offer a small amount of money that can be used within the first year of a contract to purchase office items, tools, equipment, licenses, or pay for activities such as conference fees and accommodation. You may be able to request or negotiate for this resource.

Visa Support and Associated Costs

Visa application fees are commonly covered by universities, but only for the employee, not dependents. They are also usually only covered for the initial period of a contract (international employees on long-term contracts may have to renew their visas at their own expense). Costs for the UK’s Certificate of Sponsorship should be covered by the institution too, but the immigration health surcharge is rarely covered unless the role proves hard to recruit for. It should be noted that it is less typical for visa costs to be covered for more junior research posts.

Research Funds

It is worth checking what internal funding is allocated as standard to employees for research and professional development purposes. Most institutions will have funds to support research development and activities such as conference fees and accommodation (but this typically needs to be applied for). It may be possible to negotiate the amount of available support funds, under the right conditions.

Basic Equipment

All institutions should provide basic access to a desk and a computer. However, it may also be possible to negotiate the forms of equipment provided, especially if you can demonstrate a realistic need for non-standard items, such as computers with different operating systems or software.  You could also ask about any adaptations you need for your workspace related to disability and impairment, if you feel able to disclose these conditions. This might involve working with occupational health.

Sabbaticals/Research Leave

Sabbatical periods are common across institutions but are rarely available for colleagues employed on fixed term contracts, or those on non-research inclusive contracts. For everyone else, they are not universal or guaranteed, and many institutions are currently cutting back on sabbatical periods. Those institutions that do offer them will usually follow a rough schedule, typically consisting of one semester of research leave for every 6-7 semesters worked. Employees normally have to apply for sabbaticals and make a case for how they intend to use them. Applications may be rejected at the institution's discretion, and it is typical that evidence is provided upon completion, demonstrating how the intended outcomes have been achieved (or why they have not). Some universities will also offer sabbaticals to employees returning from a period of parental leave, as a way of easing staff back into employment. You may have to request (and advocate for) this.

Mentorship

Most institutions will provide forms of mentorship to support your professional development, usually broken down into mentorship for research and for teaching. This can be invaluable for early career researchers’ career development and is now expected from most HE institutions. It is something that you can ask for.

Settling in Period

Many institutions offer a period of reduced teaching load to new starters who are joining on a research and teaching contract. This is not guaranteed, but it is worthwhile inquiring about this possibility during contract negotiations.

Other Benefits

Many universities will offer additional benefits such as cycle to work schemes, corporate travel cards, free counselling services, and access to discounts. It is always worth asking what is offered.

Approaching contract negotiations

Many colleagues can feel unsure about negotiating their terms of employment and salary, particularly if they are in a precarious position or transitioning out of a fixed-term contract to an open-ended one. Here are a few pointers on how to approach contract negotiations.

Top Tips

Contract negotiations don’t have to just be about pay

Treat salary negotiations as an opportunity to ask broader questions about the terms and conditions of employment, not just pay. For example, you might enquire about any support that might be available for relocation, if this is relevant to your circumstances.

It is OK to tentatively accept a position

When you receive a job offer, you are entitled to ask for time to consider it. It is fine to say you accept the job subject to finalising the details, and you will respond once you have had time to reflect.

Go in high (but not unrealistically high)

It can be helpful to suggest a salary point slightly above what you expect to receive, as this can create space for discussion.

Recognise location-related costs

Salary levels sometimes vary by location. For example, some universities offer additional supplements for posts based in London to help offset the higher cost of living.

Keep notes

Keep a written record of key details from phone calls or meetings during the negotiation process. This supports clarity and avoids later misunderstandings.

Acknowledge offer details in writing

This can help bind parties to the arrangement. You should avoid agreeing to an offer whereby key conditions are only offered verbally.

2.2 Tips for Approaching Moving

Across our survey, many colleagues said that they found relocating one of the more stressful aspects of moving between positions. Below are a series of tips that may help you with this process.

Negotiating Your Starting Arrangements

The start dates of new contracts can often be negotiated (and sometimes need to be, to meet both the notice period requirements of your current employer and the needs of your new employer). You may also be able to request that some initial meetings are held remotely, or that in-person activities are scheduled on certain days so that you have a little more time to finalise your relocation arrangements or minimise the number of trips you make before fully relocating.

Take Your Time (If Possible)

Taking your time over decisions regarding living arrangements can make a big difference to feelings of precarity. The need to secure accommodation quickly can lead people to sign exploitative contracts and commit to poor quality accommodation (survey respondents shared many complaints about accommodation quality). If you can afford it, see whether it is possible to either: rent a room in university guest accommodation or postgraduate halls of residence; hire a short-term room or flat; or arrange a temporary sublet (possibly with a colleague). Giving yourself a temporary base may allow you to get a better sense of an area and avoid committing to an undesirable contract.

Seeking Advice from New Colleagues

If you can get details of an internal mailing list from your employer, your new colleagues can be a great resource to call on to help you settle into your new home and institution. Most people will be happy to provide suggestions about the best areas to live and local amenities such as health services, childcare, or sports facilities. They may also know of upcoming rental opportunities and rooms that are available on a short-term basis, if you are looking for a temporary base.

Think About Connection

It can be tempting (or necessary) to move to cheaper locations. However, if you can afford it, connectivity and proximity to your workplace may have value and reduce experiences of physical isolation. Whether thinking about your daily commute, the availability of nearby facilities, or simply the sense of place of an area, location has a clear importance for respondents’ experiences of new jobs (and thus, their feelings of precarity).

Do You Need to Relocate?

Many people found that they could complete their work commitments by living in their existing location and doing occasional long commutes. However, the responses show that this approach comes with benefits and drawbacks. The upsides are significant, including being able to remain embedded in existing support networks, save time lost to finding new accommodation, and avoiding the costs of relocation. However, the downsides can also be significant and are potentially more numerous. They can include financial costs arising from commuting and/or overnight stays; the loss of time and energy to frequent travel (which often leaves less time and energy for leisure, friends, and family); mounting discomfort over the environmental costs of commuting; a residual feeling of placelessness, with life being lived out of a suitcase; and your integration into your new work environments sometimes becoming impeded.

Performing Homeliness

It is clear from our survey data that small - but not necessarily essential - things like putting up lamps, plants, and photographs can make a big psychological difference to experiences of moving and to overall feelings of precarity. In the melee of packing, departing, unpacking, and getting to grips with your new job, it can be tempting to deprioritize such things. However, if you can, try to do a few things that make your new place feel a little more homely. It is also easy for removal boxes to stay unpacked for long periods. These can serve as a reminder that the future could hold a return to experiences of heightened mobility. If you find it possible, try to unpack fully – you can move things into their final location later.

2.3 Tips for Approaching Leaving

The section above describes approaches to arriving at a new place, but starting a new job also often means leaving an old role or departing a place where you have existing relationships and emotional connections. Section 4 provides an overview of respondents’ advice for approaching leaving a position.

Next Section: Advice for Starting a New Job

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